Manager’s Guide to Understanding
      Clues Assessments
                Ira S Wolfe
              800-803-4303
          ...
Screening Assessments
                                             Screening Tests sift
                                  ...
Screening Assessments May Test……
• Attitudes: Will they show? Will they show up
  on time? Will they steal? Will they come...
Screening Assessments May Test……
• General Reasoning: How quickly can they
  learn? How fast can they think on the feet?
•...
Copyright 2010. Ira S Wolfe
Copyright 2010. Ira S Wolfe
General Reasoning

Personality
   1. Conscientiousness
   2. Tough-Minded
   3. Conventional
   4. Extroversion
   5. Stab...
Copyright 2010. Ira S Wolfe
Library of Benchmarks
•   53 General Positions Templates
•   Hospitality Clues
•   Salon Clues
•   Property Clues
•   Staf...
The General Reasoning scale reveals how quickly people learn and process
new information when time is limited. In other wo...
General Reasoning also tell how challenged – or bored – an individual will be in
a job. Individuals who might be overly ch...
Conscientiousness is typically described as reliability, dedication, and readiness
to internalize societal norms and value...
Carefree                                        Conscientious
• Flexible                                          • Well-o...
The Tough-Minded Scale measures how an individual interacts with
others. Refers to a person being participative, helpful, ...
Agreeable                                        Direct
• “Successful if people would just tell       • “Successful if peo...
The Conventional Scale measures how an individual approaches new situations or
tasks.

Open to New Experiences: Those peop...
Open to New Experiences                                  Conventional
• Open to new experiences                        • R...
Extroversion refers to a tendency to be sociable, gregarious, outgoing,
warmhearted, and talkative.

Introversion – Introv...
Introversion                                          Extroversion

• Prefers to stay in the background                 • ...
Emotional stability refers to a person’s overall level of adjustment, resilience,
and emotional stability. It measures how...
Emotional                                           Stable

• Sensitive to even subtle interpersonal or       • Relaxed
 e...
This is a team-orientation , or independence, scale that measures how an
individual works in a team environment and “plays...
Collaborative                                          Competitive

• Non-competitive                                    •...
The Good Impression Scale measures the consistency of responses to the
personality questions and provides a dimension of v...
Three reasons why an individual may score high or low on good impression:

    1. Eagerness to create a favorable impressi...
Score   Good Impression Behavior


8-10    You will likely hear them say something like:
           “some things are just...
Job Fit Score
Each JobClues report provides a Job Fit score. A
“perfect” score (95%) is the result of all of a candidate’s...
Copyright 2010. Ira S Wolfe
For more information
    • Ira S Wolfe
    • Phone: 800-803-4303
    • Email:
      iwolfe@super-solutions.com
    • Websi...
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Job Clues Interpretation June2010

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JobClues™ provides pre employment assessment test reports describe an individual\'s core personality traits, general reasoning speed, and personality job fit in the context of over 50 job categories. The presentation is used for training clients on the proper use of pre employment tests.

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Job Clues Interpretation June2010

  1. 1. Manager’s Guide to Understanding Clues Assessments Ira S Wolfe 800-803-4303 www.super-solutions.com Copyright 2010. Ira S Wolfe
  2. 2. Screening Assessments Screening Tests sift out the “square pegs trying to fit round holes,” the high risk and unqualified candidates saving managers time and resources. Primarily used for screening through large pools of candidates or entry level workers. Success Performance Solutions www.super-solutions.com
  3. 3. Screening Assessments May Test…… • Attitudes: Will they show? Will they show up on time? Will they steal? Will they come to work stoned? Will they lose their temper easily? • Absenteeism • Theft • Drug Abuse • Hostility • Computer Abuse • Sexual Harassment Success Performance Solutions www.super-solutions.com
  4. 4. Screening Assessments May Test…… • General Reasoning: How quickly can they learn? How fast can they think on the feet? • Personality: Are they team player, people oriented, tough minded, conscientious? How do they deal with pressure and stress? Success Performance Solutions www.super-solutions.com
  5. 5. Copyright 2010. Ira S Wolfe
  6. 6. Copyright 2010. Ira S Wolfe
  7. 7. General Reasoning Personality 1. Conscientiousness 2. Tough-Minded 3. Conventional 4. Extroversion 5. Stable 6. Team Distortion Good Impression Copyright 2010. Ira S Wolfe
  8. 8. Copyright 2010. Ira S Wolfe
  9. 9. Library of Benchmarks • 53 General Positions Templates • Hospitality Clues • Salon Clues • Property Clues • Staffing Clues • Development Clues • Leadership Clues Copyright 2010. Ira S Wolfe
  10. 10. The General Reasoning scale reveals how quickly people learn and process new information when time is limited. In other words, how quickly can people “get it” and think on their feet. General Reasoning reveals a person’s capacity to solve problems and to assimilate new information. They indicate how a person thinks, how he or she might visualize solutions and organize information, and how quickly he or she learns when presented data in various ways. They represent the individual’s ability to “catch on” or understand underlying principles and use reason to make judgments. Copyright 2010. Ira S Wolfe
  11. 11. General Reasoning also tell how challenged – or bored – an individual will be in a job. Individuals who might be overly challenged require longer training periods, more supervision and coaching and tend to make more mistakes or miss deadlines and details when workloads increase or the complexity of the job increases. Individuals who are bored, because the job or responsibilities aren’t complex enough to keep them challenged, may not stay with the position or the company resulting in higher turnover costs. Note: The General Reasoning scale is NOT an IQ test. Applicants are asked to respond to questions constructed at a basic literacy level in a limited period of time. It’s the restricted time frame that makes the difference. Regardless of education and/or IQ, some people perform tasks accurately and quickly regardless of time restraints while others are more deliberate and/or mull over the choices. With general reasoning, faster is not always better. Copyright 2010. Ira S Wolfe
  12. 12. Conscientiousness is typically described as reliability, dedication, and readiness to internalize societal norms and values. Carefree: Carefree people tend to be non-conformist and prefer environments with a lack of structure that permit spontaneity. People with spontaneity are flexible and unpredictable and they work well in changing, challenging situations. When problems arise, they often adopt creative and unorthodox solutions. Conscientious: Conscientious individuals are neat, tidy and detail-conscious. They tend to prefer working in highly structured environments with clear guidelines. They follow rules and abide by standard practices and procedures so you can always depend on them. They are always well prepared through careful planning. Copyright 2010. Ira S Wolfe
  13. 13. Carefree Conscientious • Flexible • Well-organized, deliberate • Unpredictable • Traditional • Easy-going • Respectful • Responsive • May appear straight-laced • Concerned with the overall picture• Work • Concerned with rules and high standards well in changing, challenging situations • Follows through on boring routines • Offer creative and unorthodox solutions • Forward planning • May become uncomfortable when forced • Well-prepared through careful planning to use analysis for sustained periods • Considers all the details • More likely to act out of the ordinary • Dedicated • (Combined with high stability, may live by • Dependable their own rules) • May over-analyze or over-complicate situations Copyright 2010. Ira S Wolfe
  14. 14. The Tough-Minded Scale measures how an individual interacts with others. Refers to a person being participative, helpful, cooperative, and inclined to interact with others in a harmonious manner. Agreeable: People who are agreeable are tactful, seeking to avoid controversy and diffuse aggression. They tend to work well with others and are easy-going and obliging. They would rather avoid conflict than confront it. Direct: Assertive people are outspoken because they know their own minds and are not afraid to say so. They express their views openly and are often seen as oppositional, critical, and argumentative. They seek to be group leaders. They can create conflict through their sometimes controversial and unpopular opinions. Copyright 2010. Ira S Wolfe
  15. 15. Agreeable Direct • “Successful if people would just tell • “Successful if people would just me what to do” listen to me” • Passive • Needs to control what’s going on • Non-assertive • Outspoken • Retiring • Not afraid to speak their mind • Diplomatic • Seek to lead groups • Tactful • Create conflict through their • Avoid conflict and diffuse aggression sometimes controversial and • Peacemaker unpopular opinions • Compliant • Aggressive • Have a difficult time saying no and • May talk too much setting limits. • Not afraid to confront others or take • May not speak even if they have a controversial stand something valuable to contribute Copyright 2010. Ira S Wolfe
  16. 16. The Conventional Scale measures how an individual approaches new situations or tasks. Open to New Experiences: Those people who are open to new experience are often innovators who don’t feel bound by rules and "the way things have always been done." They would rather explore new routes than take the well-traveled path; often viewing established rules, policies and procedures as obstacles to progress. Conventional: Those with conventional traits will do their work in a meticulous, consistent, and reliable manner. They are trustworthy, structured and intent on doing things "the right way." Copyright 2010. Ira S Wolfe
  17. 17. Open to New Experiences Conventional • Open to new experiences • Rule-bound • Always trying to find a better way to do • Sticks strictly to rules and policies things • Concerned with moral values • Casual attitude toward rules • Meticulous • May view established rules, policies, • Reliable and procedures as obstacles to • Trustworthy progress • Structured • May lose focus • Do things “the right way” • May not stay with a project long enough • Pays attention to one thing at a time for to take care of the details or complete sustained periods the work • May suffer from “tunnel vision” • More likely to think spontaneously • Approaches to projects may differ each time Copyright 2010. Ira S Wolfe
  18. 18. Extroversion refers to a tendency to be sociable, gregarious, outgoing, warmhearted, and talkative. Introversion – Introverts prefers one’s own company. They are inwardly focused, and reserved. They are quiet and reserved and prefer to stay in the background. Because they speak few words especially with strangers, they are often good listeners. Extroversion – Extroverts are energized by other people and busy places. They tend to direct their energies toward and are stimulated by external stimuli, including other people in the workplace. They are outgoing and talkative and enjoy being the center of attention. Copyright 2010. Ira S Wolfe
  19. 19. Introversion Extroversion • Prefers to stay in the background • Enjoys being the center of attention • Prefers one’s own company • Sociable • Quiet • Energetic • Reserved • Outgoing • Mild-mannered • Talkative • Content to be alone in quiet, familiar • Enjoys the stimulation of being with surroundings people • Subdued • Impulsive • Compliant • Seek out people for fun, excitement, • Avoids group activity company and stimulation • High spirited Copyright 2010. Ira S Wolfe
  20. 20. Emotional stability refers to a person’s overall level of adjustment, resilience, and emotional stability. It measures how an individual approaches setbacks and how resilient he or she is during stressful times. Sensitive: Sensitive people are more emotional, expressing their own feelings of anxiety, suspicion, guilt and irritability. They are more reactive to pressure and change in their environment. They may be fearful of new people and new situations. Stress Resistant: Those who are described as stress resistant are generally stable, untroubled and calm. They perform well under conditions of pressure and stress and deal well with rejection. They face problems and unforeseen circumstances without suffering undue stress, remaining relaxed and secure. They are untroubled by criticism. Copyright 2010. Ira S Wolfe
  21. 21. Emotional Stable • Sensitive to even subtle interpersonal or • Relaxed environmental cues • Calm • May have a tendency to be overly reactive • Unruffled • Easily upset • Not easily worried by people or adverse • Irritable events • Feelings of guilt • Able to leave worries behind • Fearful of new people and new situations • Untroubled and calm • Lose track of thoughts by focusing on less • Face problems without undue stress relevant thoughts or feelings • Self-controlled • May not be able to keep up with their own • May show little awareness of what is going thoughts on outside of their immediate tasks or personal world Copyright 2010. Ira S Wolfe
  22. 22. This is a team-orientation , or independence, scale that measures how an individual works in a team environment and “plays” with others. Collaborative: Those who collaborate tend to be more cooperative. They are noncompetitive, desiring to make their contributions to achievement as members of a team. They will forego their own success to help others. In fact, they may allow others to win rather than disappoint their opponent. Competitive: Competitive people strive hard to reach their goals. They are interested in personal achievements and play to win at any cost, sometimes using others to get what they want. Copyright 2010. Ira S Wolfe
  23. 23. Collaborative Competitive • Non-competitive • Puts own success first • May shy away from any challenge • Plays hard to win at any cost • It’s not who wins, but playing that counts • Keeps score ALWAYS even when • Make contributions as members of team inappropriate • Forego own success to help others • Second place is the first place for losers • Team players • Interested in personal achievements • Unconcerned about winning or losing • May use others to get what they want • Salespeople leave money on the table • Does not accept defeat easily • Takes a laissez-faire attitude of • Managers don’t manage – let people get managing others away with things • May allow others to win • May keep trying to win even after the game is over Copyright 2010. Ira S Wolfe
  24. 24. The Good Impression Scale measures the consistency of responses to the personality questions and provides a dimension of validity for the test results. It gives insight into how straightforward the candidate has been. Social Desirability does not measure an actual personality trait but it indicates possible behavior. Frank, Candid: When people are overly frank, they have either presented an overly negative picture of themselves or they are lacking in a number of socially acceptable attributes. Exaggerated, Disguised: When people try to present themselves as overly socially acceptable, they exaggerate their finer qualities. However, there is the possibility that a high Good Impression rating can indicate a truly "good person". Note: Extreme scores do not invalidate the test results but should alert the recruiter, Human Resource or other hiring manager that more study is warranted. Extreme scores may also be positive indicators or great modesty or impressive virtue. Copyright 2010. Ira S Wolfe
  25. 25. Three reasons why an individual may score high or low on good impression: 1. Eagerness to create a favorable impression – intentionally or unintentionally 2. A genuinely good person who is not exaggerating to gain approval, but is as wonderful as he or she appears. 3. An intentional effect to misrepresent or manipulate. Copyright 2010. Ira S Wolfe
  26. 26. Score Good Impression Behavior 8-10 You will likely hear them say something like:  “some things are just left better unsaid”  “there’s a time and there’s a place for everything…and now is not the time.” May lead up to what they have to say; hint at what is to come May have exaggerated their good qualities May truly be paragons of virtue 4-7 Average desire to fit-in and conform to societal norms 1-3 You will likely hear them say something like:  “just saying it as it is”  “just being honest” May be minimally concerned about social desirability May be unduly self-critical Could unwittingly present a negative profile due to excessive modesty Copyright 2010. Ira S Wolfe
  27. 27. Job Fit Score Each JobClues report provides a Job Fit score. A “perfect” score (95%) is the result of all of a candidate’s responses falling in the “green” zones. Each time a candidate’s responses fall into the yellow (caution) or red (high risk) zones, points are deducted based on the validity studies. Initially the following ranges are recommended to use in assessing a candidate’s fit: 75% or higher – good job fit 50% to 70% -- marginal job fit Below 50% -- high risk Copyright 2010. Ira S Wolfe
  28. 28. Copyright 2010. Ira S Wolfe
  29. 29. For more information • Ira S Wolfe • Phone: 800-803-4303 • Email: iwolfe@super-solutions.com • Website: www.super-solutions.com Copyright 2010. Ira S Wolfe

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